Can your DiSC profile change over time?
In general, the average person’s profile tends to stay fairly consistent over time. While small differences in results from one time to the next may occur, major shifts in style are unlikely.
How often should you take a DiSC assessment?
If it has been two years or more since someone last took the profile, we recommend taking it again to ensure the most accurate and up-to-date information.
“Stability refers to the assessment’s ability to yield the same measurements over a period of time. … A sample of 599 respondents took the DiSC assessment twice with a two-week interval between testings. … [D]ata suggests that the DiSC scales are stable over repeated administration. Consequently, test takers and test administrators should, on average, expect no more than small changes when the instrument is taken at different times. As the period between administrations increases, however; the divergent results of these administrations will become more and more noticeable.”
Do specific professions, cultures, or nationalities trend towards one dimension or another?
You may have noticed that you see more of one dimension over another when you do trainings with different types of groups. This does occur, but the distribution of successful people in each dimension is still pretty evenly distributed.
For example, people in sales tend to show up in the i quadrant, but they are also found in the other three. For more information see pages 82-84 of the Everything DiSC Manual.
Regarding geography and culture, Mark Scullard, a DiSC researcher, had this to say recently in a LinkedIn forum:
We don’t see much difference in DiSC results based on region of the US. In fact, I had just done a comparison using some representative states (CA, DC, FL, IA, NY, OH, TX, CO, GA) and found very few differences. There was a very slight tendency for results like more S styles in Ohio or more D styles in Georgia, but these differences are so small that they have virtually no practical implications.
With regard to ethnic difference, we can also say that we don’t see any differences based on the traditionally defined five U.S. categories. In fact, when we look at a large sample of Australians (living in Australia) who have taken the U.S. profile, they look the same as the US population. I would only expect to see a difference in your sample with a large Latin-American population if participants are not very fluent in English. In such a case, the distribution of scores shouldn’t change, but the precision will drop a little.
The Everything DiSC blog (published by the assessment’s publisher) noted the following in their “How many D’s are there in the population?” post:
A person is only D relative to the people around her. A person is only C relative to the people around her. For example, imagine that we a have a plane full of S-style folks and the plane crashes on a remote island. We, of course, would have an island full of very, very polite people. But imagine that isolated community of people 10 years later, once they got to know each other really well. Some of those people would now probably be considered D’s – because they are more dominant relative to everyone else. If DiSC is going to be useful, it must help us understand our individual differences, not what everyone has in common.
Doesn’t DiSC pigeon-hole people?
You might have heard someone dismiss someone’s action or comments with a remark like “She’s a D, what do you expect?” Assigning labels and rationalizing poor behavior is not what DiSC profiles are about. For one thing, not all Ds behave or respond in the same way. There is diversity in each dimension as you can see if you compare where someone’s dot falls in the D quadrant.
DiSC was designed as a way of helping people better understand another person’s preferences and priorities. It’s a tool to help each of us adapt our preferred, natural behavioral style to meet the needs of another, in a healthy manner.
Which DiSC profile is best?
Choose the profile that best meets your needs. Choose from profiles focused on general workplace issues, management, leadership, sales, emotional intelligence, or conflict. If you want to learn more about yourself, we recommend Everything DiSC Workplace. You can be sure each assessment has gone through rigorous evaluation for validity, reliability, and ease-of-use.
Learn more at Which DiSC profile is best?
What’s the most common or rarest DiSC style?
There are no style “outliers” in the DiSC model refined by psychometricians at Wiley. Everything DiSC assessments are normed so roughly a quarter of the population falls into each quadrant.
Other assessments based on the DISC model might show a predominance of one style because their assessments haven’t been normed for equal distribution or because their questionnaire items are value-laden.
From The Everything DiSC Manual describing the Everything DiSC technical development:
Three hundred and fifty-one new items were written to most precisely measure the DiSC model at eight points around the circle, starting at the very top and then in 45-degree increments. New items were written as statements (e.g., “I tend to see the best in people”) instead of as adjectives (e.g., “trusting”) as this allowed for the creation of a broader array of items. This flexibility was necessary to ensure that each location on the DiSC map could be precisely measured using items that were not too socially desirable or undesirable. … Items that might be considered intrusive or offensive were excluded from the item pool.
Is it uncommon to have an extra DiSC priority?
The Everything DiSC profiles show a dot for your style and shading to show your comfort zone. If a person scores high for priorities outside the three surrounding his or her style, shaded lines will be shown. In the example to the right, this person has five priorities rather than the more typical three. Approximately one-third of respondents will receive an extra priority or two in their report.
Do the four DiSC colors mean anything?
The colors themselves are not representative or relevant to the actual styles in any way. They are design and branding choices that differentiate Everything DiSC from other assessments.
Is certification needed to use DiSC?
Certification is not required to administer or interpret the Everything DiSC assessments. However, we do recommend the facilitation kits and certification for those who are interested in providing training.
What are the benefits of using DiSC assessments?
Everything DiSC can help inspire your people and transform your workplace with the tools of constructive change by providing:
- actionable insights
- a common language
- an intuitive and memorable structure
- reliable and validated results
- a coaching and team-building tool
- an entry point for building better relationships
- an instrumental component of an organizational development strategy
DiSC® is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace.
by Kristeen Bullwinkle and the DiSCProfile.com team
Read more: Understanding DiSC profiles